EVALUASI PROSES PELAKSANAAN SISTEM REMUNERASI INSENTIF DI RUMAH SAKIT UMUM DAERAH PRAYA
Ida Ayu Wayan Maret, Drs. Sito Meiyanto, Ph.D
2010 | Tesis | S2 Ilmu Kesehatan MasayarakatLatar belakang: Adanya perubahan sistem jasa pelayanan yang ditetapkan dengan SK Bupati Lombok Tengah No. 600 Tahun 2009 tentang Sistem Remunerasi di RSUD Praya yang mulai berlaku sejak tanggal 1 Januari 2010, dengan dasar pembagian basic index, competency index, risk index, emergency index, position index dan performanced index. Dalam implementasinya masih terdapat kendala dalam proses pelaksanaannya antara lain proses penentuan kontribusi yang sering terlambat, penilaian kinerja yang belum jelas, perhitungan point untuk ketrampilan yang dimiliki karyawan juga belum diperhitungkan, proses mengkomunikasikan sistem remunerasi yang belum optimal serta pembagian insentif yang sering tidak tepat waktu. Untuk itu dilakukan evaluasi proses pelaksanaan sistem remunerasi insentif di RSUD Praya dengan harapan sistem remunerasi ini dapat meningkatkan kinerja karyawan. Tujuan: penelitian ini bertujuan untuk mengevaluasi proses pelaksanaan sistem remunerasi insentif di RSUD Praya Metode: penelitian ini menggunakan rancangan penelitian deskriptif kualitatif. Subjek penelitian adalah karyawan terkait dalam proses pelaksanaan sistem remunerasi. sampel dalam penelitian ini terdiri dari Tim perumus sistem remunerasi 2 orang, Tim Pelaksana sistem remunerasi 4 orang, Sekretaris komite medik, Kepala ruangan/instalasi 9 orang. Pemilihan sampel dengan porposive sampling. Pengumpulan data dilakukan dengan menggunakan pedoman wawancara mendalam (in-depth interview) dan Focus Group Discussion (FGD) dan cek dokumen. Hasil Penelitian: Terdapat variasi sumber dana dalam penentuan kontribusi jasa pelayanan dan adanya ketidaksesuaian antara dasar penetapan jasa pelayanan dengan jumlah anggaran jasa pelayanan yang tersedia. Dalam penilaian kompetensi belum sesuai standar karena tidak adanya job spesification dan penilaian kinerja belum dapat dilaksanakan karena belum tersusunnya standar penilaian kinerja. Sosialisasi sistem remunerasi masih kurang optimal dan sistem remunerasi belum dilaksanakan secara transparan. Sedangkan waktu distribusi jasa pelayanan terlambat dan tidak teratur. Kesimpulan : Proses pelaksanaan sistem remunerasi insentif di RSUD Praya belum berjalan efektif.
Background: The change of service fee system made through the decree of the Regent of Lombok Tengah No. 600/2009 showed that remuneration system at Praya Local Hospital took effect since 1st January 2010 based on components of basic index, competency index, risk index, emergency index, position index and performance index. However, there are some obstacles in the implementation, among others are delayed process of contribution determination, unclear performance evaluation, point calculation of skills of staff that have not been acknowledged, inoptimum communication process of remuneration system, and delayed incentive distribution. Therefore, it is necessary to evaluate the process of incentive remuneration system implementation at Praya Local Hospital with the expectation that the system can improve staff performance. Objective: The study aimed to evaluate the process of incentive remuneration system implementation at Praya Local Hospital. Method: The study used descriptive qualitative approach. Subject were staff related to the process of remuneration system implementation, comprising 2 staff of remuneration system formulation team, 4 staff of remuneration system implementation team, secretary of medical committee, 9 heads of wards. Samples were taken purposively. Data were obtained through indepth interview, focus group discussion and document checking. Result: Sources of funding in the determination of service contribution varied and there was irrelevance between the basic of service fee determination and the amount of service fee budget available. Competence assessment was not relevant with the standard because there was no job specification and performance evaluation could not be implemented due to absence of performance evaluation. Socialization of remuneration system was not yet optimum and the system had not been implemented transparantly. Meanwhile distribution of service was delayed and not done regularly. Conclusion: The process of incentive remuneration system implementation at Praya Local Hospital was not yet effective.
Kata Kunci : evaluasi, remunerasi, insentif
